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"E" DIVISION, CUSTOMS AND EXCISE MENTOR PROGRAM
The need to explore opportunities
to learn were outlined in the 1999 RCMP Directional Statement and is
still true today.
"There is an onus on each and every one of us to become self-directed learners, and seek opportunities beyond classroom training to enhance our competencies. This approach will inevitably increase our sense of self-worth and job satisfaction. Knowledge will put us in charge of our careers by making us more adaptable and employable. It will also enhance the quality of the services we deliver to the public. At the same time, the organization has the responsibility to provide a learning network and the appropriate systems to put the right person in the right job at the right time. The task of designing a flexible human resource system that reflects the needs of our changing demographics is certainly a key focus of the Alignment Initiative."
Other than courses offered through in-service training, there is little opportunity for members, particularly uniformed members, to learn enforcement practices of the "E" Division Customs and Excise Program.
Given the high cost to train members, priority is normally given to duty-orientated training. The likelihood of uniformed members being offered training or exposure in an enforcement area other than the one they are currently assigned is unlikely.
Lower Mainland detachments (LMD), especially those along the Canada/U.S. border, are or can be involved daily with issues or incidents along this border. These border detachments are among the busiest in the LMD with their main focus on Criminal Code investigations, public safety and other domestic priorities. In this type of policing environment, it is difficult for the general-duty member to proactively enforce federal statues such as the Controlled Drug and Substances Act let alone enforce statutes that, on the surface, appear to be victimless crimes. Many members are interested in Customs and Excise (C&E) enforcement and are prepared to act; however, they likely lack the necessary tools to react appropriately to C&E complaints or incidents.
Providing no-cost-training to uniformed members will assist them in carrying out their duties more effectively. It will also support the detachment in its service delivery and benefit Vancouver CES by having knowledgeable field personnel at border detachments. It should be emphasized that the Mentor Program objective is not to increase the workload of the detachment or member, but rather to give the member the tools to recognize suspicious circumstances or incidents, know what offences may have been committed, and the necessary investigative steps to be taken.
There is no current methodology to identify general duty members that have an aptitude for, or should be given, the opportunity for a career path in the C&E Program. Similarly there are no current documented opportunities for members to have sufficient exposure to the C&E Program to make intelligent decisions about what career path they should or should not follow.
There is a need to create a structured program within Vancouver CES that will give general-duty members the opportunity:
1. for enhanced
awareness and understanding of C&E enforcement and to build a team relationship
between
the detachment and Vancouver CES;
2. to make intelligent decisions regarding a career path;
3. to understand the expectations of the C&E Program and the members within the Program; and
4. to participate
in training that provides the ability to gain an intimate knowledge and expertise
of the C&E
Program.
That Vancouver CES proceed with the Mentor Program that will give uniformed members the opportunity to learn and be part of the C&E team by being involved in projects and investigations. The candidate's time committed to this program will be voluntary and have no impact on the candidate's home detachment. The foundation of this program is to offer members the opportunity to learn a federal program and to identify potential candidates for the C&E Program. While the program is open to all members, only a limited number can be accommodated. The detachment commander will make the selections with the concurrence of the OIC Vancouver CES.
There are five detachments and two municipal police services situated along the LMD international border. All have varying enforcement strategies for C&E enforcement. More detachments have proactively sought assistance from community groups to combat international smuggling. With their proactive work in this type of enforcement, a partnership with these detachments would benefit the Mentor Program, especially in its infancy.
The Program will accept one to five candidates at a time. Initially the program will seek to identify one member, thus allowing for program changes in commitment or expectations of both the member and the Section before expanding the opportunity to other members.
The expectations of the member, detachment commander, OIC Vancouver CES, mentors in Vancouver CES and the career manager for Staffing and Personnel are as follows:
1. Member
a. Volunteer a minimum 20 hours each month, working directly with CES
members at
the direction
of the OIC Vancouver CES.
b. If possible, complete the on-line C&E Basic Course.
c. Be commited to the Program for at least six months. This commitment
may be terminated sooner
should the member feel
the Program is not benefiting his/her career development, or if the OIC
Vancouver CES feels
the member does not display the necessary commitment or does not posses
the investigative
tools or the aptitude to actively participate in the Program. Every effort
will be
made to resolve
any of these issues before termination.
d. Be commited to share your Program experience and be proactive in
assisting members of your detach-
ment with C&E investigations.
e. After six months, provide to the OIC Vancouver CES your assessment
and recommendations for
improving the Program.
2. OIC Vancouver CES
a. Assign a senior, experienced C&E investigator to offer guidance
and be a point of reference/contact
within the C&E
Program.
b. Create a learning environment that will prepare the candidate to
become knowledgeable in Customs Act
and Excise Act
enforcement strategies.
c. Provide the candidate with the opportunity to work with each of the
project teams in the section for a
sufficient time to
allow the candidate to adequately understand the function of each team.
d. Provide exposure to the preparation of operational plans, project
cost analysis, surveillance techniques
and when possible,
dialed number recorder (DNR) and Part VI, CC applications.
e. Provide feedback to the detachment commander and the career manager
on the candidate's progress,
reporting on his/her
effectiveness and interaction with the C&E Program.
f. Include the candidate, where possible, in any in-house training courses
including the C&E Basic
Course. Course costs
will be covered by Vancouver CES.
g. Decide if it is necessary to prematurely terminate the candidate's involvement in the Program.
3. Mentor
a. Set up a schedule which will allow 8 to 16 hours' exposure to the
operations of each Vancouver CES
team.
b. Regularly monitor the candidate's progress and immediately notify
the OIC Vancouver CES of any
contentious issues.
c. At the conclusion of the candidate's participation in the Program,
obtain documented comments from
each team leader covering
one or more of the seven member-performance competencies.
4. Detachment Commander
a. Identify and recommend highly motivated deserving members as potential
candidates for the Mentor
Program.
b. Ensure each potential candidate is aware the Mentor Program requires
the successful candidate to
volunteer his/her time.
5. Career Manager
a. Offer suggestions and guidance to the mentor to report on key characteristics
that will assist Staffing
and Personnel for future
replacements.
b. Include any progress reports on the service file of participating candidates.
c. Have the career managers for Vancouver CES and the respective detachments,
as the Staffing and
Personnel point of
contact/reference for this Program.
Since its inception, two members have completed the Mentor Program. Six candidates are currently in the Program and approximately 23 potential candidates are waiting. The members enjoy the opportunity to be part of such an initiative and this is quite evident in their willingness to offer 120 hours of their RTO.
The existence of the Mentor Program has never been published or advertised but spread by word of mouth. The continued success of this Program is encouraging and plans are to expand it to the four smaller sections in "E" Division.
The detachment commanders and Staffing and Personnel are strong supporters of this initiative and encourage members to take part in the Program. Staffing and Personnel make regular referrals to the OIC Vancouver CES. The senior personnel in the C&E Program enjoy working with very junior members because the latter are eager to learn and participate in the initiative.
Walt Charlton (coordinator)
Tel.: (604) 543-4700
Fax: (604) 543-4700
G.R. Grattan, Insp.
OIC Vancouver CES
Tel.: (604) 543-4747
